Angelo Mangatal

Chair VMAC NRCan

Branch President PIPSC NRCan NCR

VMAC Victoria/Vancouver 2011

Science and Policy Integration

NRCan Renewal & Core Competencies

Why evidence-based

policy matters…

• “It is important to ensure that federal policies are based on the best and most unbiased scientific information” U.S. President Obama

• “What Canadians are witnessing in the census saga is the temporary triumph of ideology over reason” Jeffrey Simpson, Globe and Mail

• From justice, to prosperity, to health and safety: evidence is essential to protect the public good – Regulatory science and science for policy

– food, transportation, toys, drugs, natural resources, fisheries, energy, water, economic prosperity

– Outcry against elimination of the census includes everyone from bankers and small businesses to municipalities and advocacy groups

The recent record

and what is at risk…

• Federal government decisions that undermine evidence-based policy making include: – Eliminating federal science advisor and removing CNSC

chair

– Scrapping the long form census

– Reducing funding for and ignoring climate change science

– Drive to reduce industry regulation and oversight (e.g. food inspection)

• What is at risk? – Missing the opportunity to slow climate change, missing the

boat on developing a world-leading “green” energy economy

– Nothing less than the public good: health and safety, our environment, our economic prosperity.

Getting it right…

• Science should provide policy-makers and legislators and the public the information required to make sound public policy.

• Science should influence public policy not the other way around.

• Decisions should be made with eyes opened by science, not blinkered by ideology or ignorance.

• Canadians need a knowledge-based public service and legislators who respect and value the input of public service professionals in policy-making for the benefit of all Canadians.

PIPSC science initiatives…

• Symposium – Strengthening the profile of public science

– Opportunities for scientists and policy makers to share knowledge and network and for building alliances to defend and advance government science

• Publicscience.ca – Profiling public science and the people behind it

– Underline the importance of science for the public good

– Next steps: expand number and variety of profiles, sharing research, action capacity, regular news service

• Evidence vs. Ideology – Featuring leading journalists and researchers

– Working with other federal government professionals

– Getting our voice heard on Parliament Hill

• Science campaign – Develop policy recommendations (e.g. modernizing communications, ensuring

scientific oversight for policy decisions, increasing intramural R&D)

Some questions for you…

• What concerns do we need to highlight?

• What science do we need to profile?

– Which stories will capture public attention?

• What policies should we be advocating?

– How should government communicate the evidence/science/data behind decision-making to the public?

– Reinstate senior science positions?

• How can we best engage your colleagues?

– In sharing their stories and research?

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What are the Drivers of Change?

…Global, societal…

• Like the Canadian population, the Public Service is ageing, but at a faster rate.

• The Public Service is becoming more diverse, but needs to better reflect Canada’s diversity.

• The Public Service needs to better react to the changing nature of work driven by technology.

• The Public Service is facing the most competitive national labour market in over 30 years.

• The Public Service must adapt to changing public expectations towards more accountability, better management of tax dollars, and improved core public services.

• The “Public Service brand” is less clear and less positive in the public’s mind.

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Average age of new (indeterminate) Public Servants:

Average age of new EX1’s:

Public servants who can retire with non-reduced pensions:

ADMs who can retire with non-reduced pensions:

0

10

20

30

40

50

60

70

1981 1991 2006

25-44

45-64

Other Core Demographics

Demographics of Public Service Executives

Ex-01 50.0

Ex-02 51.9

Ex-03 52.7

Ex-04-05 54.1

Ex Level Average Age

36 years

46 years

7%

28.5%

Demographics of the Overall Federal Public

Service by Age Groups

(% of total employees)

What are the Drivers of Change?

…Public Service demographics…

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What are the principles and

processes supporting Renewal?

Principles Supporting Renewal • Renewal is not a top-down exercise: respect and involve employees at all

levels

• Prioritize and focus: set goals and priorities that are relevant, ambitious and realistic

• Measurement matters: set benchmarks for performance and measure progress

• Excellence should be our hallmark: need to manage for it, to it

• Be flexible: learn through process of change, and be prepared to adjust course as we learn

Processes Supporting Renewal • DM’s Committee on Public Service Renewal

• Advisory Committee on the Public Service of Canada

• Mandate letters: all DMs now receive; multi-year in scope

• COSO: Clarity on role and approach to management of senior executives

• Clerk’s Report: annual, measurable, renewal objectives; accountability

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Public Service of Canada

Excellence

Leadership Teamwork

Building a Public Service advantage for Canada…

…Focus on the essentials; and, prioritize

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Public Service-wide initiatives…

• New competencies will be required to operate

successfully within the public service to

address emerging business realities

• Recognizing these challenges, the Office of

the Chief Human Resources Officer (OCHRO)

TBS has repositioned the Key Leadership

Competencies to include an Employee role.

…this also supports our departmental NRCan internal effort

(i.e. NRCan Employee Survey)

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Renewal Objectives for the Longer-term

Attitudes

Risk Management

Leadership

Brand

Excellence

Innovation

At all levels

Public Service of Canada

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Meaningful implementation…

Talent

Management

System Talent

Management

System

Performance

Management

Rewards

and

Recognition

Succession

Management

Transitions

Recruitment

and

Selection

and

Orientation

Career

Management

Learning and

Development

…requires integration into key HR activities.

Performance

Management

Rewards

and

Recognition Succession

Management

Transitions

Recruitment

and Selection

Onboarding and

Orientation

Career

Management

Talent

Management

System

Learning and

Development

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Coach’s Corner

• 2010-11 Public Service Renewal Action Plan

• FPS/NRCan Renewal

• Report on Plans and Priorities

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2010-11 Public Service

Renewal Action Plan

“The way ahead will involve empowering public

servants at all levels to find new, more cost-effective

ways to deliver better services to Canadians and

provide higher-quality advice to the Government.

All public servants have a role to play in this effort.

Our future – our vocation as Public servants – is in our

hands.”

Clerk of the Privy Council, 17th Annual Report to the Prime Minister on

the Public Service of Canada

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2010-11 Public Service Renewal

Action Plan

• areas employees should focus:

– Workforce Capacity

• Reflected in Work plans/Performance appraisals

and Learning plans) including addressing:

» Employment Equity

» Official Languages

» Workplace Well-being

– Competencies …where core competencies are identified

as an organizational need.

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NRCan/Public Service Renewal…

• Key Leadership Competencies: – Values and Ethics

– Engagement

• NRCan Guiding Principles: – Accessibility

– Adaptability

• NRCan Core Competencies:

– Organizational Awareness

– Collaboration

– Flexibility

– Innovation

– Strategic Thinking

– (Management) Excellence

– Accountability

– Alignment

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Key Leadership Competencies

1. Values and Ethics

• Serving through integrity and respect (DM Genome Project)

2. Strategic Thinking

• Innovating through analysis and ideas (TBS Requirements)

3. Engagement

• Mobilizing people, organizations and partners

4. (Management) Excellence

• Delivering through action management, people management and financial management

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NRCan Guiding Principles

1. Accessibility • Openly sharing information and results in order to be

clearly understood

2. Accountability • Accepting the obligation to answer for your actions

3. Adaptability/Behavioural Flexibility • Responding quickly to new challenges, shifting priorities

as required, evolving through experience, and learning from successes and failures

4. Alignment/Integration • Joining together of interests, priorities, resources and

capacity, involving others, including government institutions, industry and communities of interest, while respecting the jurisdiction of governments.

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Goal

The intent of Public Service Renewal is to continually improve our ability to provide excellent advice to government and service to Canadians.

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Now More than Ever

The current reality/political context of fiscal

restraint makes renewal even more critical

for the Public Service.

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The New Plan is about Work Place

Renewal

The 4 Pillars of Renewal

– Integrated Planning

– Recruitment:

– Employee Development

– Renewing the Workplace

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One Year from Now

• Supporting Managers – tools, training

• Knowledge Management – assess and improve approaches to managing knowledge and

information

• Innovation – building strong employee and managers’ networks;

– developing collaborative work environments;

– further reducing the “Web of Rules”; and

– experimenting with Web 2.0 technology, including GCPEDIA.

• Public Service Values – Work Place Best Practices

– New Values and Ethics Code

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Links

• http://www.clerk.gc.ca/eng/feature.asp?pa

geId=165

• http://www.clerk.gc.ca/fra/feature.asp?pag

eId=165

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NRCan’s Renewal

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…identifies roles for all employees.

Key Leadership Competency

Role Profiles Core Competency Role Profiles

Employee

Supervisor

Manager

Director

Director General

Assistant Deputy Minister

Deputy Minister

Generalists

Specialists Managers

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Core competencies promote…

1. Organizational Awareness

• Understands the workings of the structure and culture

of the organization as well as the political, social and

economic issues, to achieve results.

2. Collaboration

• Works with others to achieve common goals and share

information and knowledge across traditional

boundaries, leveraging new technologies.

…working together to achieve results…

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…while leveraging…

3. Flexibility

• Willingly adapts to constantly changing circumstances

while maintaining an organizational perspective, and

engages in continuous learning to adjust the

application of knowledge and skills to address new

challenges with diverse individuals and groups.

4. Innovation

• Questions conventional approaches, exploring

alternatives and responding to challenges with

creative solutions, fresh perspectives and smart risk-

taking.

…the best of people and ideas.

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Core Competencies will…

• Encourage the behaviours required for NRCan Renewal

• Promote a culture of shared vision and common values and excellence

• Engage all employees in the Renewal process

…fuel the NRCan Renewal agenda.

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Rationale

• The Key NRCan Competencies and Public Service

Key Leadership Competencies are complementary

pieces that support essential elements of NRCan’s

Talent Management System.

• A tool to identify our learning and development

goals by assessing our skills and abilities

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Helpful tools

• An interactive web tool that provides options for

self-evaluation and improvement such as

readings, courses, videos and Websites.

• http://perfectionner-

competences.rncan.gc.ca/perfect_competencie

s.html

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Last Word

Report on Plans & Priorities

Benefits for Canadians:

NRCan helps Canadians improve energy

Conservation and energy efficiency in multiple

sectors of the economy (e.g. homes, commercial

buildings, vehicles and fleet), contributing to the

longer term sustainability and reducing the short-

term costs of energy consumption.

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Last Word

The department is working to reduce the

environmental impacts associated with the

production and use of energy, and to

increase the production of low-impact

renewable energy, thereby advancing the

environmental sustainability efforts that will

benefit current and future generations.

http://www.tbs-sct.gc.ca/rpp/2010-2011/inst/rsn/rsn02-eng.asp

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Last Word

• Check out the

Key NRCan Competencies video, starring

NRCat, on NRTube.